Fellow Pilots,

On June 15, 2026, your Negotiating Committee met with the Company to receive and review management’s response to the Union’s June 3, 2026 draft Tentative Agreement (TA) documents, which included the Bridge Agreement, PBS LOA, Section 15 Scheduling language that takes effect upon implementation of NavBlue, Retention Bonus administrative provisions, and the Me-Too LOA. We also discussed LTD and 401(k) Plan terms, as well as the anticipated timeline for receiving the final Plan documents. The Union is currently reviewing the Company’s responses and preparing additional feedback. We are scheduled to meet with Company negotiators again on June 22 to continue finalizing the TA.

While the number of remaining items requiring resolution is relatively small, the ratification process will not be completed by June 30. As a reminder, the original timeline communicated to the pilot group anticipated ratification in early August. Progress in our first meeting was faster than expected and created an opportunity to potentially accelerate that timeline. However, it is critical that the final agreement be thoroughly reviewed and drafted to ensure the language is clear, enforceable, and accurately reflects the terms agreed to in principle. Our remaining work is limited in nature and focused primarily on finalizing contract language, implementation guidance, supporting documentation, and review of the final Plan materials necessary for an informed ratification vote.

It is essential that the Tentative Agreement be written in a clear and easy-to-follow manner, with agreed-upon applications, administrative guidance, and practical examples that allow every pilot to understand how critical sections of the agreement are intended to function operationally. Particular attention is being given to areas that have historically resulted in differing interpretations or disputes. Our goal is to ensure pilots not only understand what the contract says, but also how it is intended to be applied in day-to-day operations.

Equally important, pilots must be provided sufficient time to thoroughly review the Tentative Agreement, the associated educational materials, and have their questions answered before casting an informed vote. As fellow pilots, we share the desire to complete this process as quickly as possible. At the same time, transitioning from an AIP to final contract language requires careful drafting and review to ensure the final agreement contains the protections, improvements, clarity, and enforceability this pilot group deserves. Our focus remains on getting this agreement done right.

We also want to remind the pilot group that even though the ratification vote will occur after June 30, the new pay rates will be retroactive to July 1. Pilots will receive the full value of the July 1 pay rate increase regardless of when the ratification vote occurs. Additionally, the Retention Bonus payout date remains October 1, 2026, and is not impacted by the timing of the ratification process.

Below is a chart that shows the status of our work on the TA. We will continue to update the chart and provide timely communications as progress is made.

Thank you for your continued professionalism, patience, and support throughout this process.

Fellow Pilots,

The Negotiating Committee has received a significant number of questions regarding the timing of the Retention Bonus payout. Simply put, the Company will pay the Retention Bonus no later than October 1, 2026.

As discussions progressed with the Company during efforts to reach an Agreement in Principle (AIP), three primary issues emerged regarding payment of the Retention Bonus: First, clarification of eligibility and payment language for pilots on leaves of absence. Second, the timing of the Retention Bonus payout. Third, the dispute resolution process for potential payment inaccuracies.

Regarding eligibility clarification, the Union informed the Company that the phrase “actively employed” should include pilots on leaves of absence. After discussions with management, the Company agreed that any pilot on a paid or unpaid Leave of Absence will be considered “actively employed” for purposes of Retention Bonus eligibility and payment. Your Negotiating Committee believes this clarification was an important and meaningful protection for the pilot group.

Second, the Company informed the Union that it would pay out Retention Bonuses no later than October 1, 2026 if the forthcoming Tentative Agreement is ratified. Related, the Retention Bonus accrual would end on June 30, 2026. These terms will be included in the forthcoming Tentative Agreement that members in good standing will soon vote on.

As previously communicated, we expect the ratification process to conclude on June 30, 2026. We will provide timely notice of any changes to this anticipated ratification date. A pilot must be actively employed on the ratification date or retire from the Company due to reaching the FAA mandatory retirement age prior to ratification, in order to receive payment of the Retention Bonus.

The above-time frame provides for sufficient time for auditing, statement reconciliation, verification of calculations, and cooperative resolution of any discrepancies in Retention Bonus payout amounts. This approach provides a transparent and efficient process to help ensure each pilot receives the Retention Bonus they earned.

Third, both the Union and the Company recognized the need for a fair and efficient dispute resolution process in the event a pilot believes their payment amount is incorrect. The Union sought to establish a cooperative and efficient dispute resolution framework rather than forcing pilots to go through the traditional grievance, arbitration, and/or court process. The Company agreed.

The tentatively agreed upon process requires the Company to pay each pilot the amount calculated by the Company on or before October 1, while preserving the pilot’s right to seek additional compensation if they believe their payout amount is deficient. All challenges to payout amounts will be resolved by the agreed upon arbitrator in a single expedited arbitration proceeding, preceded by a 30-day meet-and-confer process during which the parties will attempt to resolve any and all payout disputes.

Your Negotiating Committee continues working diligently to convert the AIP language into a finalized Tentative Agreement that can be presented to the pilot group for a fair and informed vote.

Ratification of this agreement would secure long overdue improvements in pay, retirement contributions, and long-term disability protections that this pilot group has gone without for years. It would also establish an important foundation heading into future Joint Collective Bargaining negotiations. Without these improvements and protections in place beforehand, the pilot group’s leverage entering those discussions could be materially diminished

Fellow Pilots,

The Union and the Company are pleased to announce that the parties have reached an Agreement in Principle on amendments to the 2016 Collective Bargaining Agreement (CBA) in the form of a Bridge Agreement. The Bridge Agreement will take effect if it is ratified by the Union’s membership and will remain in effect until a joint collective bargaining agreement covering Allegiant Air and Sun Country Airlines is reached or the Bridge Agreement is amended by the Union and the Company.

The proposed Bridge Agreement provides for increases to wages, and improvements to retirement, long-term disability, and other provisions in the 2016 CBA, in addition to the payment of retention bonuses following ratification.

The Union will provide more detailed information in the future concerning the proposed Bridge Agreement. The next step is for the Union and Company to begin work on converting the Agreement in Principle to a Tentative Agreement. That process includes Union review of the 2016 CBA and agreed upon changes to the 2016 CBA; Company review of the same; joint finalization of the amended language; joint review of past System Board of Adjustment decisions and agreement about how those may be affected by the proposed changes; drafting and agreement on contract administration examples to avoid unnecessary grievances and disputes; agreement regarding implementation timelines for proposed changes; and joint proof reading.

When this process is completed, a Tentative Agreement will be announced by the parties. After the Tentative Agreement is announced, the Union will provide information about the ratification vote and related information.

Thank you for your support.

Fellow Pilots,

Over the past several weeks, the Company and the Union have been negotiating over changes to our current CBA in the form of a bridge agreement. Many of you have asked what that means.

Simply put, a bridge agreement would amend and replace the 2016 collective bargaining agreement ahead of future negotiations with Allegiant over a joint collective bargaining agreement (JCBA) covering the combined Allegiant and Sun Country pilot groups.

Any bridge agreement that we would support must provide Allegiant pilots with long overdue improvements to their pay, benefits and working conditions. The bridge agreement would trigger the payout of retention bonuses upon ratification of such an agreement by members of our Union. While regulatory approvals from the DOJ and DOT have been achieved on an expedited basis, integration of the pilot groups will not occur until after there is a seniority list integration and a contract (for example, a JCBA) covering the combined pilot groups in the future, among other steps in the process.

For our pilot group, entering JCBA negotiations with an improved version of current CBA would be doubly beneficial: 1) we get improvements sooner rather than later; and 2) we have a stronger foundation in JCBA negotiations because our current contract would have improved. In order to reach improvements to our current CBA in the short term with a merger on the horizon, your Negotiating Committee must focus on bargaining priorities, meaning some issues will be addressed now and others later in JCBA negotiations.

After careful consideration, we believe pursuing meaningful improvements now is the most beneficial option for Allegiant pilots, therefore, we have been pursuing that path.

On the morning of March 31st, the Company presented its initial bridge proposal. This proposal included some improvements for the pilot group, but it also contained provisions that were unacceptable and primarily benefited the Company. We presented our counterproposal via Zoom on Friday, April 10th, and met with the Company in mediation on April 16th and 17th to receive their response. In mediation, we made some progress, but the Company’s proposal did not satisfy our priorities for a bridge agreement.

While the Company’s counterproposal did not result in an agreement, we see a path forward. This week, the Union and Company continued discussions outside of mediation. Those discussions were constructive and we are waiting for a new proposal from the Company. We believe there is an opportunity to reach an agreement that delivers meaningful quality-of-life improvements, compensation increases that begin to move us away from the bottom of the industry and other improved terms and conditions.

Now, more than ever, unity within this pilot group is critical. We have said it before, and it bears repeating: your support and solidarity are essential as we navigate this phase of negotiations. Our goal is to ensure we secure priority improvements now and enter JCBA negotiations from a position of strength, with a solid foundation already in place.

We ask you to stand with us as we continue this effort.

Your Negotiating Team